Ministry of Defence

Republic of Kenya

GENDERPOLICY

May 2017

iGender Policy

Kenya Defence Forces

Message from His Excellency the President..................................................................1

Foreword.............................................................................................................................3

Preface.................................................................................................................................4

Acronyms.............................................................................................................................5

Preamble..............................................................................................................................6

Background.........................................................................................................................7 -The Mandate of the Ministry of Defence............................................................8 -JustificationforaGenderPolicyfortheMinistryofDefence..........................9

Situation Analysis and Normative Frameworks............................................................10 -Situational Analysis.............................................................................................10 -Normative and Legal Frameworks....................................................................11

Policy Framework.............................................................................................................14 -The Purpose.........................................................................................................14 -Guiding Principles..............................................................................................14 -Goals and Objectives.........................................................................................14 -Objectives............................................................................................................14 -Scope....................................................................................................................14

Policy Commitments and Intervention Strategies.......................................................15

Implementation Matrix....................................................................................................18

DefinitionofTerms...........................................................................................................21

Table of Contents

ii Gender Policy

Ministry of Defence

1Gender Policy

Kenya Defence Forces

HIS EXCELLENCY Hon. UHURU KENYATTA, CGHPresident of the Republic of Kenya andCommander-in-Chief of the Defence Forces

Message from His Excellency the President

The Ministry of Defence has developed this Gender Policy to meet the Government’s strategic objectives on the empowerment of vulnerable groups, including the aged, persons with disabilities, youth and women.

The Government proposes among other measures affirmativeaction to promote gender equality and women empowerment in all ministries, departments and agencies. Indeed, we recognize that affirmative action implemented through measures such asmainstreaming is considered the most effective approach towards achieving gender equity.

This document demonstrates the Government’s commitment and the continued leadership in advancing gender and women empowerment in the country. This step, is in line with best global practices,theKenyaConstitution2010,andKenyaVision2030.

The Ministry of Defence recognizes the need to utilize all the talent available to it in advancing national security and delivering defence. The principles of partnership and inclusivity are essential ingredients in building an effective and gender responsive defence force.

The implementation of the policy will enhance gender management skills of staff and personnel and also raise the levels of gender awareness, including working to change attitudes and behaviours of individuals in their personal and professional capacities.

As the President and Commander-in-Chief, it is my great honour and pleasure to launch this policy, which also represents an internationally recognized policy shift towards gender mainstreaming in public service. It is my hope that this policy will contribute to the achievement of gender integration and equitable participation in the military hitherto largely a masculine domain.

 

3Gender Policy

Kenya Defence Forces

ForewordIncorporating a gender dimension in all operations of

the security sector is critical. The needs and concerns of men and women must be an integral element in the design, implementation, monitoring and evaluation of policies and programmes in this sector. It ensures that menandwomenbenefitequallyandthatinequalityis

not perpetuated. The Ministry of Defence recognizes this and has taken deliberate steps to develop a gender policy to guide gender mainstreaming within the institution.

The policy articulates the importance and objectives of gender mainstreaming in the Ministry of Defence . It also outlines a strategic direction for the organisation and offers tools to institutionalize gender mainsreaming in all sectors of the Ministry. To effectively implement this policy, a Strategic Framework for implementation, monitoring and evaluation is to be developed with clear guidelines for achieving policy targets and goals; thereby making gender equality principles core values of the Ministry.

The policy is aligned with relevant national, regional and international protocols and instruments on gender equality and women empowerment principles; and in particular, The Government of Kenya’s GenderEqualityandDevelopmentSessionalPaperNo.2of2006,TheConstitutionofKenya2010,Vision2030,MediumTermPlan(MTP)IIandtheKenyaNationalPolicyonGenderandDevelopment(NPGD).

ThepolicyalsomakesreferencetotheUNSecurityCouncilResolutions(UNSCRs)onwomen,peace,and security and other significant instruments. Indeed, UNSCR 1325, as well as the subsequentresolutionswithintheareaofwomen,peace,andsecurity(mostnotably1820,1888,1889,and1960),has created an international framework for the implementation of a gender perspective in the pursuit of security.

I am grateful to all that have contributed to the development of this policy. I particularly wish to thank UNWomen-Kenyafortheirfinancialandtechnicalsupportthroughouttheprocessofdevelopmentofthe Policy.

4 Gender Policy

Ministry of Defence

GENERAL SAMSON MWATHETHE, EGH MBS DCO ‘ndc’ (K) ‘psc’ (UK)The Chief of the Defence Forces

PrefaceThis Gender Policy was prepared through consultative

meetings organized in the Ministry of Defence and is based on information gathered from the Ministry of Defence civilian staff and Kenya Defence Forces personnel.

The Policy has been developed with the aim of ensuring that gender is fully integrated into all sectors of the Ministry of Defence. It provides a framework to ensure that gender analysis and planning are introduced into all our activities and further provides the basis for better monitoring and impact assessment of gender mainstreaming.

The policy comes as a commitment of the Ministry of Defence towards gender mainstreaming. It provides for a comprehensive approach to gender mainstreaming within the military and civilian components of the Ministry while being mindful that transforming the military will require a deliberate, thoughtful, incremental and phased approach that will assure continued and strengthened delivery of its mandate.

Thepolicyisguidedbyfiveprinciples,namely:genderresponsivenessandnon-discrimination;alignmentand accountability to commitments in the Kenya Constitution; promotion of conducive institutional environmentforwomenandmen;recognitionofthespecificitiesofwomenandmenandcommitmenttopromote gender mainstreaming at all levels.

ThePolicyisfurthergroundedonthreespecificobjectiveswhichare:formalizingcommitmentstogendermainstreaming, strengthening capacities for gender mainstreaming and integrating gender in planning, budgeting and operations.

The formulation of this policy is a clear manifestation of the Ministry’s commitment to gender maintreaming. I believe that the implementation of this document’s objectives and intervention strategies is a positive step towards gender integration in the Ministry of Defence.

5Gender Policy

Kenya Defence Forces

ADA Alcohol Drug Abuse CEDAW Convention on the Elimination of All Forms of Discrimination Against Women DHQ Defence Headquarters IPSTC International Peace Support Training Centre KDF Kenya Defence Forces CDF Chief of Defence ForcesLT GEN Lieutenant General MAJ GEN Major GeneralBRIG BrigadierCOL ColonelLT COL Lieutenant ColonelMAJ MajorMOD Ministry of Defence M&E Monitoring and EvaluationMTP Medium Term Plan NPGD Kenya National Policy on Gender and DevelopmentNGOs Non-Governmental OrganizationsRAP RegionalActionPlanforResolution1325SGBV SexualGenderBasedViolenceUDHR UniversalDeclarationofHumanRights1948UN United NationsUNSCR United Nations Security Council Resolution VCDF ViceChiefoftheDefenceForcesSAD/PC Senior Assistant Director/Public CommsDP&S Director Policy & StrategyCPMU Central Planning & Monitoring UnitSP&P Strategic Plans & PolicyHRM&D Human Resource Management & DevelopmentACDF OPD&T Assistant Chief of Defence Forces – Operations, Doctrine and TrainingACDF P&L ACDF Personnel and LogisticsPAO PublicAffairsOfficer

Acronyms

6 Gender Policy

Ministry of Defence

COGNIZANT that our core values inspire and direct our service delivery to infuse diversity and in particularthatwearegenderresponsive:

WE havedevelopedthisgenderpolicyasourguidingframework:

ACKNOWLEDGING that gender equality is a constitutional imperative and is a necessary ingredient torealizethefullpotentialformenandwomentoexecuteourmandate:

NOTING that globally the military has historically been shaped by norms and practices that are largelymasculineinnature:

RECOGNISING that with globalization and a more digital world the character of threats and risks has changed, that the new security threats and challenges are transnational in nature and include terrorism, organized crime, proliferation of weapons of mass destruction, disease and environmental threats:

AWARE that over the years, the nature of warfare has largely transformed from predominantly physicalwarfaretoincreasedmoderntechnologicalwarfare:

APPRECIATING the important role women continue to play in society and the need for their full andmeaningfulparticipationinallspheres:

MINDFUL that transforming the military will require a deliberate, thoughtful, incremental and phased gender mainstreaming approach that will assure continued and strengthened delivery of its mandate.

AWARE that to stay ahead of future threats, modernization and innovation is critical

THEREFORE,inlinewiththeMinistryofDefenceVisionof,“apremier,credibleandmissioncapableforce deeply rooted in professionalism”, commit to the full implementation of this Gender Policy.

Preamble

7Gender Policy

Kenya Defence Forces

The global trends to integrate women increasingly in the military are related to a number offactorsnamely:changesinmilitarytechnology;increasedlabourforceparticipationrate among women and the changing attitude to gender roles. The attitudes of the population at large and the expectations of young men and women about appropriate gender roles have undergone a major transformation over the years blurring the traditional distinctions between the characteristics of men’s work and women’s work.

Technology has enhanced habitability and survivability in combat making it easier for both men andwomentoengageinoperations.Theemergingtrendsinconflictcallforcomplementaryrolesof men and women for example in cyber warfare, terrorism inter alia. This type of warfare presents opportunities for women through the entire war spectrum. Too often, a gender perspective and traditional military values are seen as opposites between which an acceptable balance must be found. The addition of a gender perspective to military operations has the potential to add new capabilities and to improve the effectiveness of operations.

In recent times, the duties and functions that the military are required to undertake go beyond traditional warfare. A gender perspective, as promoted in United Nations Security Council Resolution(UNSCR)1325,callsforaparadigmshift,fromthetraditionalconceptofsecurityasaprimarily state-based and military matter to human security. Applying human security and gender perspective to peace operations means that security operations should be about the security and well-beingofthecivilianpopulation,notjustaboutamilitaryvictoryoraceasefirebetweenwarringparties.

Itisthusworthnotingthatthemandatesforpeacesupportoperationsofteninclude“ensuringasafeandsecureenvironment”,ortheProtectionofCivilians(POC),whicharguablymakesitnecessarytoapplyagenderperspectiveinordertofulfilthemandate.Addingagenderperspectivethereforehas the potential to transform the traditional military paradigm by including non-traditional security issues. Engendering military operations presents opportunities to leverage on the unique capabilities of women in operations such as humanitarian assistance and peacekeeping operations. Menandwomenexperienceandareaffectedbyconflictandsecuritydifferently.Understandingthegendereddimensionsofconflictcanbetransformativebyaffectingbothhowandwhat theoperation does in terms of its priorities and tactics. It affects the aims of operations, and expands the range of violence, including sexual violence and other violence directed at the civilian population, not just the violence of traditional warfare. It also affects all tactical behaviour which puts into consideration community’s needs. Adopting a gender perspective improves the way we look at a society and therefore it enlarges our situational awareness. This creates a better understanding of culture, local customs and values. A gender perspective in military operations is therefore a tool, a new capability for the military to use when evaluating threats, especially non-military threats.

Background

8 Gender Policy

Ministry of Defence

The Ministry of Defence is comprised of the Kenya Army, the Kenya Air Force, the Kenya Navy, the Defence Forces Constabulary and the Civilian Staff. The mandate is derived from Article 241(3)(a),(b)and(c)oftheConstitutionandSection8(1)(a),(b)and(c)oftheKenyaDefenceForcesActNo.25of2012whichsetsouttherolesoftheKDFasfollows:

a. To defend and protect the sovereignty and territorial integrity of the Republic of Kenya; b. To assist and cooperate with other authorities in situations of emergency or disaster and report to the National Assembly whenever deployed in such circumstances; and c. To be deployed to restore peace in any part of Kenya affected by unrest or instability, only with the approval of the National Assembly.

ThemandateoftheMinistryofDefenceisfurtherelaboratedinExecutiveOrderNo.2of2013whichstipulatesitsfunctionsasfollows: a. National Defence b. Management of National Defence Policy c. Protection of National Boundaries d. Support for Civil Authorities e. Defence Intelligence

The Kenya Defence Forces Act provides for the functions, organization and administration of the KenyaDefenceForcespursuant toArticles232 and239 (6)of theConstitution; togiveeffect toArticle241andotherrelevantArticlesoftheConstitution.TheKDFActunderSection3articulatesitsguidingprinciplescommittingtofulfillitsmandate,andobserveandupholdtheBillofRights,valuesandprinciplesunderArticles10(2),232(1)and238(2)oftheConstitutionandshall-

• Strive for the highest standards of professionalism and discipline amongst its members; • Prevent corruption, promote and practice transparency and accountability; • Comply with constitutional standards of human rights and fundamental freedoms; • Train staff to the highest possible standards of competence and integrity and to respect human rights and fundamental freedoms and dignity; and •EnsurethatrecruitmentreflectsthediversityoftheKenyanpeopleinequitableproportions.

The Ministry of Defence is committed to defending the people of the Republic of Kenya and their property against external aggression and also providing support to the Civil Authority. The MOD Service Charter outlines the core values and elaborates its commitment to render efficient andeffective services to the citizenry and the stakeholders. At the outset, it is critical to note that non-discrimination and gender responsiveness form an integral part of the core values and service deliverycommitments. Morespecifically, inelaborating thehighestprofessional standards,non-discrimination is a central pillar in the commitment to service delivery. The mandate of the Ministry of Defence as provided for in the above legal instruments outlines the basis for gender mainstreaming.

The Mandate of the Ministry of Defence

9Gender Policy

Kenya Defence Forces

The Ministry of Defence appreciates gender mainstreaming aspect in maintaining peace and security. In line with its mandate, the Ministry is committed to ensuring that gender mainstreaming is enhanced in its operations at the planning and decision making processes. This gender policy will enable the Ministry of Defence (MOD) to align itself with national priorities on gender

equalityasstipulatedintheConstitution(2010),Vision2030,MediumTermPlan(MTP)IIandtheKenyaNationalPolicyonGenderandDevelopment(NPGD).Throughthispolicy,theMinistryseekstodeepenitsworkaroundgenderresponsivenessaswellasfulfillingits international obligations.

Recognising and building on the gains made by the Ministry, this policy intends to provide:acomprehensiveoverallframeworktoguidegendermainstreaming,ensuringgender integration processes are rolled out in a consistent manner; that realistic gender mainstreaming targets are developed and easily tracked; that there is enhanced and visible accountability for gender results in line with national priorities and that it would provide an opportunity to enhance gender competencies throughout the Ministry. This has the potential to add new capabilities and to improve the effectiveness of operations.

Justification for a Gender Policyfor the Ministry of Defence

The CDF Gen Samson Mwathetheawards the best Cadet in Leadership, Senior Under Officer Wilfrida Amondiat the Kenya Military Academy.

10 Gender Policy

Ministry of Defence

The purpose of this section is to provide an overview of the critical issues which impact the Ministry of Defence progression towards gender equality. This section focuses on the situation analysis which highlights some of the opportunities and challenges

identifiedduringthegenderassessmentexercise.Inaddition,thissectionalsoexaminesthe key normative and legal frameworks that are in place to advance gender equality principles and strategies at national, regional and international levels.

Situation Analysis andNormative Framework

DuringtheperiodofOctobertoDecember2016,theMinistryofDefenceundertookagender assessment to determine the type of efforts it had undertaken in integrating gender within the Ministry. This process was led by a consultant with support from

a technical committee drawn from both the uniformed and civilian personnel based at theDefenceHeadquarters(DHQ).Thegenderassessmentwastoidentifybestpracticesand challenges with gender mainstreaming as well as make recommendations that would inform this gender policy.

Overall, the assessment established that great strides have been made within the Ministry of Defence to mainstream gender within its operations. Since the disbandment of the WomenServiceCorps(WSC)inDecember1999, incrementalstepshavebeenmadetoestablish an institution that is gender responsive.

Thefollowingspecificinitiativesandachievementswererecorded: a. Presence of command commitment towards gender mainstreaming; b. Gender capacities and training in place; c. Gender representation in the Ministry of Defence is steadily on the rise; d. Promotion of a safe and conducive work environment.

Thefollowingchallengeswereidentified: a. Prevailing stereotypes continue to act as barriers to comprehensive gender integration; b. Challenges of work family life balance; c. Gender disparities across levels; d. Gender mainstreaming yet to be formally institutionalised.

1) Situation Analysis

11Gender Policy

Kenya Defence Forces

The commitment of the Government of Kenya to attain gender equality is underlined in various national and international legal and policy documents. Kenya is part of a global community that respects the human rights of all women and men, without exception.

Thecountryhas,overthepast25years,investedheavilyinaddressinggenderinequitiesandinequalitieswith a view of enabling all its citizens realize their full potential. These efforts culminated in a new constitutionalorderin2010thatunderscoresthenation’srespectandcommitmenttogenderequality,centrally locating women and men as active partners in development and governance, bestowing upon them all sovereign power .

The Constitution of Kenya domesticates the international treaties and conventions it has ratifiedthroughArticle2(6)andtheyformpartofthelawsofKenya.Theinternationaltreatiesandconventionsthatdirectmemberstatestopromotetheprinciplesofgenderperspectivesincludeamongstothers: •TheUniversalDeclarationofHumanRights1948(UDHR)whichdecriesallformsof discrimination in broad and expansive forms; •TheConventionontheEliminationofAllFormsofDiscriminationAgainstWomen1979 (CEDAW)isthemostcomprehensiveBillofRightsforwomenwhichproclaims that all human beings are born free and equal in dignity and rights; •UnitedNationsSecurityCouncilResolution1325,adoptedin2000reaffirmedthecrucial roleofwomeninthepreventionandresolutionofconflicts,peacenegotiations, peace-building,peacekeeping,humanitarianresponseandpostconflictreconstruction, and stresses the importance of their equal participation and full involvement in all efforts for the maintenance and promotion of peace and security;

2) Normative and Legal Frameworks

KDF arm technicianCorporal Akinyi adjusting

Sergeant Maingi’s riffle.

12 Gender Policy

Ministry of Defence

At the continental level, gender equality is embedded in various continental and regional instrumentsincluding: •TheWindhoekDeclarationandNamibiaPlanofAction2000thatdemandsfor effective gender mainstreaming as a standard component of all peacekeeping missions; •TheAfricanUnion(AU)FrameworkonSecuritySectorReformwhichnotesthat “securitysectorreformwilladheretotheprinciplesofgenderequalityandwomen’s empowerment; •TheAU’sGender,PeaceandSecurityProgramme(2015–2020),aframeworkforthe development of effective strategies and mechanisms for women’s increased participation in the promotion of peace and security; •TheEastAfricaCommunityTreaty1999whichendorsesthatwomenmakea significantcontributiontowardstheprocessofsocio-economictransformationand sustainablegrowth(Article121and122); •GenderMainstreamingStrategyforEastAfricanCommunity(EAC)Organsand Institutions,2013whosegoalistofacilitatethepromotionofmoreeffectivegender mainstreaming approaches; • EAC Framework for Gender and Social Development Outcome Indicators for EAC DevelopmentStrategy(2011-2016)whichistheMonitoringandEvaluationToolfor Gender and social development; • The International Conference on the Great Lakes Region’s Pact on Security, Stability andDevelopmentintheGreatLakesRegion(2006)commitsmemberstatesto ‘equality between men and women, including the use of positive discrimination policies;’ •TheIntergovernmentalAuthorityonDevelopment(IGAD)hasadoptedaRegional ActionPlan(RAP)forResolution1325.ThisRAPaddressestheunder-representation ofwomenatthenegotiatingtablesforconflictprevention,managementand resolution, the lack of understanding of gender needs in peacekeeping missions and the absence of women from the various levels of security forces.

Subject to the limitations provided for under Article 24 (5) of the Constitution as readtogetherwithPartVoftheKDFAct,theConstitutionguaranteesequalityandfreedomfromdiscrimination and further elaborates that women and men have the right to equal treatment, including the right to equal opportunities in political, economic, cultural and social spheres. The Constitution also directs that the state shall not discriminate directly or indirectly on any basis, including “race, sex,pregnancy,marital status,health status,ethnicor socialorigin,colour, age, disability, religion,conscience, belief, culture, dress, language or birth.” In addition,it(Constitution)hasstipulatedthenationalvaluesandprinciplesofgovernancethatbindallstateorgans,stateofficersandpublicofficers.Theyinclude,“humandignity,equity,social justice, inclusiveness, equality, human rights, non-discrimination and protection of the marginalized among others.”

13Gender Policy

Kenya Defence ForcesVision2030Kenya’sdevelopmentblueprint,aimstotransform Kenya into a newly industrialized, middle income country providing a high quality of life and secureenvironmentforallitscitizensbytheyear2030.In the blue print, gender imbalance is viewed as one of the key developmental challenges facing the country, andgenderisprioritizedinthesocialpillar.Vision2030aims to mainstream gender by making fundamental changes in four key areas, namely: opportunity;empowerment; capabilities; and vulnerabilities. It aims at increasing all round opportunities among women and increase the participation of women in all economic, social and political decision making processes. The MTP II highlights the Gender Flagship Priorities and Programmes to include; strengthening accountability for gender mainstreaming across all sectors and at all levels.

Lt. Sally Sabala, KDF’s firstfemale fighterjet pilot.

14 Gender Policy

Ministry of Defence

Constitutional, legal and policy frameworks alongside institutional mechanisms of a country provides a solid basis in advancing social justice, respect for human rights, equity and non- discrimination. However to fully enjoy the dividends of progressive and gender responsive

frameworks, it isprudent that they (frameworks) areaccompaniedwithdeliberatemeasuresthat align them with institutional and individual cultures, processes, practices, perceptions and mind-sets. The Ministry of Defence is committed to gender integration in an incremental and phased manner. As such it will work towards institutionalising gender mainstreaming in all its processes.

Policy Framework

The PurposeThe purpose of this Gender Policy is to articulate and institutionalize gender mainstreaming within the Ministry of Defence.

Thisgenderpolicyisguidedbythefollowingprinciples: a. Gender responsiveness and non-discrimination; b. Alignment and accountability to commitments in the Kenya Constitution; c. Promotion of conducive institutional environment for women and men; d.Recognitionofthespecificitiesofwomenandmen; e. Commitment to promote gender mainstreaming at all levels.

Guiding Principles

Goals and objectives

Objectives

Scope

The overall goal of this policy is to institutionalise gender mainstreaming within the Ministry of Defence.

ThespecificobjectivesofthisGenderPolicyare a)Toformalizethecommitmenttogendermainstreaming; b)Tostrengthencapacitiesforgendermainstreaming c)Tointegrategenderinplanning,budgetingandoperations.

The Gender Policy for the Ministry of Defence will apply across all its operations and is binding on all uniformed and civilian staff.

15Gender Policy

Kenya Defence Forces

Policy Objective 1: To formalize the commitment to gender mainstreaming

Policy CommitmentsToachievethisobjective,thepolicywillendeavorto: a. Institute a gender mainstreaming structure Intervention Strategies • Establish gender focal points at strategic, operational and tactical levels in the military • Strengthentheciviliangenderoffice b. Enhance gender responsive processes in recruitment and career advancement Intervention Strategy • Develop formal guidelines that ensure gender equitable opportunities in educational and merit based career opportunities.

c. Integrate gender perspective into all evaluation processes Intervention Strategies • Develop gender responsive systems for monitoring and evaluation • Support data collection and analysis to capture sex disaggregated data to inform gender related interventions. • Produce periodic reports detailing progress made in implementing the gender policy

d. Review and adopt use of gender mainstreaming guidelines and workplace policies Intervention Strategies • Review and align all policies, administration regulations and guidance tools to ensure they are gender responsive • Enhance workplace assistance programmes that promotes work-life balance

Policy Commitments and Intervention Strategies

A member ofthe defunctWoman Service Corps

16 Gender Policy

Ministry of Defence

Policy Objective 2: To strengthen capacities for gender mainstreaming

Policy Commitments Toachievethisobjective,thepolicywillendeavourto: a. Enhance human capacity and financial resources for gender mainstreaming Intervention Strategies • Provide funding for gender mainstreaming activities in MOD. • Strengthen gender competencies of the Gender focal points.

b. Institute comprehensive gender training Intervention Strategies • Continuously undertake gender training needs assessment for military and civilian personnel • Design and develop customized comprehensive gender training packages for civilian and military personnel • Integrate gender awareness into existing basic and further military training at all levels • Train all gender focal point staff on planning,implementation and monitoring on gender mainstreaming c. Institute accountability for gender mainstreaming Intervention Strategies • Strengthenthegenderspecificperformancemanagementandaccountability framework • Develop gender mainstreaming indicators

d. Institute formal mentorship programmes for MOD Intervention Strategies • Design and implement a mentorship programme at all levels • Identify and establish a database for mentors

e. Institutionalise gender in military research. Intervention Strategies • Promote research and development in gender mainstreaming • Identify and document lessons learnt in mainstreaming gender in all military operations • Commision research in military topical issues • Identify and document

f. Integrate gender in the existing communication strategy Intervention Strategy • IntegrategendercomponentsinallcommunicationthroughPublicAffairsOffices

• Recognizing men and women body differences in the procurement of protective equipment and organizational clothing • Enhance awareness at strategic, operational and tactical levels of the military, as well as among civilian personnel on ways to promote a gender responsive work ethos

17Gender Policy

Kenya Defence Forces

Policy Objective 3: To integrate gender in planning, budgeting and operations

Policy Commitments Toachievethisobjective,thepolicywillendeavourto: a. Enhance gender perspectives in military Operations Other Than War (OOTW) Intervention Strategy • Integrate gender perspectives in operations planning and execution in OOTW

b. Strengthen CIMIC interventions to integrate a gender perspectives Intervention Strategies • Encourage and implement diverse team deployment that includes women and men • Monitor gender performance in varied operational environments • Develop and institutionalize gender responsive mechanisms for engagement with community actors

c. Institutionalise family welfare initiatives for deployed personnel Intervention Strategies • Invest in professional psychosocial support programmes for all personnel and their families during pre-deployment, deployment and post-deployment • Establish reliable and safe follow up mechanisms for affected families • Develop and institutionalize mechanisms for engagement with community actors

Defence Cabinet Secretary Amb. Raychelle Omamo having a word with the Kenya Navy female officers.

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Ministry of Defence

Implementation Matrix

STRATEGIC OBJECTIVE INTERVENTION RESPONSIBILTY

To Institute a gender mainstreaming structure

Strengthentheciviliangenderoffice

Establish gender focal points at strategic, operational and tactical level in the military

CS

VCDF

To Enhance gender sensitive processes in recruitment and career advancement

Develop formal guidelines that ensure gender equitable opportunities in educational and career opportunities

ACDF P&L

Integrate gender perspective into all evaluation processes

Support data collection and analysis to capture sex-disaggregated data to inform gender related interventions Produce periodic report detailing progress made in implementing the gender policy

ACDF P&LHRM&DCPMU ACDF OPD&T

Review and adopt use of gender mainstreaming guidelines and workplace policies

Review and align all policies, administration regulations and guidance tools to ensure they are gender responsive Enhance work place assistance programmes that promotes work life balanceRecognizing men and women physical and physiological differences in the procurement of protective equipment, organizational clothing, infrastructure and systems Enhance awareness at strategic, operational and tactical levels of the military, as well as civilian personnel on ways to promote a gender responsive work ethos

ACDF P&L

ACDF P&L

ACDF P&LVCDFCS

Policy Objective 1: To formalize the commitment to gender mainstreaming

STRATEGIC OBJECTIVE INTERVENTION RESPONSIBILTY

Enhanced human capacity andfinancialresourcesforgender mainstreaming

Provide funding for gender mainstreaming activities in MOD.

Strengthen gender competencies of the Gender Focal Points

PSCS

VCDF&PS

Institute comprehensive gender training Intervention strategies

Continuously undertake a gender training needs assessment formilitary and civilian personnel

Design and develop customized comprehensive gender training packages for civilian and military personnel

Integrate gender awareness into existing basic and further military training at all levels

Train all Gender Focal Point staff on planning, implementation and monitoring on gender mainstreaming

ACDF OPD&THRM&D

ACDF OPD&THRM&D

ACDF OPD&T

ACDF OPD&TDP&S

Institute accountability for gender mainstreaming

Strengthenthegenderspecificperformancemanagement and accountability framework

Develop gender mainstreaming indicators

CS & CDF

SP&PCPMU

Institute formal mentorship programmes for MOD

Design and implement a mentorship programme at all levels

Identify and establish a database for mentors

ACDF P&LHRM&D

ACDF P&LHRM&D

Invest in gender research Promote research and development in gender mainstreaming

Identify and document lessons learnt in mainstreaming gender inall military operations

ACDF OPD&TDP&S

ACDF P&L

Integrate gender in the existing communication strategy

Integrate gender components in all communication throughPublicAffairsOffices

SAD/PCPAO

19Gender Policy

Kenya Defence Forces

STRATEGIC OBJECTIVE INTERVENTION RESPONSIBILTY

Enhanced human capacity andfinancialresourcesforgender mainstreaming

Provide funding for gender mainstreaming activities in MOD.

Strengthen gender competencies of the Gender Focal Points

PSCS

VCDF&PS

Institute comprehensive gender training Intervention strategies

Continuously undertake a gender training needs assessment formilitary and civilian personnel

Design and develop customized comprehensive gender training packages for civilian and military personnel

Integrate gender awareness into existing basic and further military training at all levels

Train all Gender Focal Point staff on planning, implementation and monitoring on gender mainstreaming

ACDF OPD&THRM&D

ACDF OPD&THRM&D

ACDF OPD&T

ACDF OPD&TDP&S

Institute accountability for gender mainstreaming

Strengthenthegenderspecificperformancemanagement and accountability framework

Develop gender mainstreaming indicators

CS & CDF

SP&PCPMU

Institute formal mentorship programmes for MOD

Design and implement a mentorship programme at all levels

Identify and establish a database for mentors

ACDF P&LHRM&D

ACDF P&LHRM&D

Invest in gender research Promote research and development in gender mainstreaming

Identify and document lessons learnt in mainstreaming gender inall military operations

ACDF OPD&TDP&S

ACDF P&L

Integrate gender in the existing communication strategy

Integrate gender components in all communication throughPublicAffairsOffices

SAD/PCPAO

Policy Objective 2: To Strengthen capacity for gender mainstreaming

20 Gender Policy

Ministry of Defence

STRATEGIC OBJECTIVE INTERVENTION RESPONSIBILTY

Enhance gender perspectives in military Operations Other Than War(OOTW)

Integrate gender perspectives inoperations planning and execution

ACDF OPD&TPS

Strengthen CIMIC interventions to integrate a gender perspective

Encourage and implement diverse team deployment that includes women and men

Monitorgender performance invaried operational environments

Develop and institutionalize gender responsive mechanisms for engagement with community actors

ACDF OPD&T

ACDF OPD&TCPMU

ACDF OPD&T

Institutionalize family welfare initiatives for deployed personnel

Invest in professional psycho-social support programmes for all personnel and their families during pre-deployment, deployment and post-deployment

Establish reliable and safe follow up mechanisms for affected familiesImprove and develop family centered welfare and resilience programmes.

ACDF P&LACDF OPD&T

ACDF P&L

Policy objective 3: To integrate gender in planning, budgeting and operations

A group photo during the first conference on women in the Security Sector organizedby the Ministry of Defence.

21Gender Policy

Kenya Defence Forces

Access

Empowerment

Engender

Gender

Gender analysis

Gender awareness

Gender Discrimination

Gender Equality

Gender Equity

Toresources,benefits,information,anddecision-makingforexampleisinfluencedbyacceptablegenderandtheestablishedgenderdivisionof labour.

A process through which men, women, boys and girls acquire knowledge, skills and attitudes to critically analyse their situation and take appropriate action to change the status quo of the underprivileged and other marginalized groups in society.

The process of ensuring that planning and programming is appropriate for and takes into account the female and male differences and concerns.

This refers to the socially and culturally constructed differences between men and women; as distinct from sex which refers to their biological differences. The social constructs vary across cultures and time.

Thisidentifiesandanalysesandinformsaction.Itaddressesinequalitiesthat arise from the different roles of men and women; the unequal power relations between them; and other contextual factors like:ethnicity, sexual orientation, employment, citizenship, etc.

This is the understanding that there are socially determined differencesbetween men and women based on learned behaviour, which affectability to access and control resources.

refers to unequal or preferential treatment of individuals or groups on the basis of their gender that results in reduced access to/ or control of resources and opportunities

Refers to the equal treatment of women and men, girls and boys so that theycanenjoythebenefitsofdevelopment,includingequalaccesstoand control of opportunities and resources.

Refers to the practice of fairness and justice in the distribution of benefits, access to and control of resources, responsibilities, power,opportunities and services.

Definition of Terms

22 Gender Policy

Ministry of Defence

Gender indicator

Gender mainstreaming

Gender needs

Gender parity

Gender sensitivity

Gender stereotyping

Participation

Positive discrimination

Power relations

An indicator is a measurement of change over time. It is also a signal of a change. The change may be measured in terms of quantity, quality and timeliness. A gender indicator is that which is sex-disaggregated, specific,logical,realistic,relevant,validandsensitive.

is the consistent integration of gender concerns into the design, implementation, monitoring, and evaluation of policies, plans, programmes, activities and projects at all levels.

Arise from the four components cited above. Since men and women have different gender roles, do different types of work, have different degrees of access to services and resources, and experience unequal relations, the needs of men and women are different. The practical and strategic gender needs concepts are used to identify and address gender needs.

This is a numerical concept referring to equal number of girls and women, boys and men relative to their respective numbers in the population.

This is the ability to perceive existing gender differences, issues and equalities, and incorporate these into strategies and actions.

The assigning of roles, tasks and responsibilities to a particular sex policy on the basis of pre-conceived prejudices.

A general term used to refer to enrolment, retention, progression, performance and transition.

Giving advantage to those groups in society that are often treated unfairly because of their race, sex or other distinction

Refers to capacity of individual or group to initiate action and determine outcomes which change existing social, political and economic systems and norms, to equalize gender relations.

The Principal SecretaryMinistry of Defence

Ulinzi HouseLenana Road

P.O Box 40668-00100Nairobi

Fax:2737322

Chief of the Defence ForcesDefence Headquarters

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P.O Box 40668-00100Nairobi.

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